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The Harvard Business Review recently produced its Top Employment Trends in 2022 Report. The article raises the ongoing issue of the COVID pandemic on the workplace. Remote work, corporate wellness, occupational health and a hybrid work environment have also become hot topics.

Here are the 11 employment trends:

1. Employee fairness and equity
2. Vaccine mandates
3. Work week changes
4. Employee turnover
5. Employee automation
6. Work productivity
7. Hybrid (office/remote) workforce
8. Corporate wellness support
9. The Chief Purpose Officer (CPO)
10. Sitting will be the new pandemic
11. Employee Promotion and salaries may be better tied to in-the-office employees

Read the article

Good news again.  The latest jobs report stated that the US unemployment rate has reached its lowest level in 50 years at a record low 3.5% in December 2019.  The US has, for the 22^nd straight month, seen this rate at or below 4%.  Hiring has not slowed down in 2020, and companies are continuously adding essential headcount.  The demand has placed pressure on Human Resources departments to keep up with the pace of hiring.  Sometimes a permanent placement employment agency can be a viable partner.

According to Glassdoor, “unfilled jobs in the US tech market alone add up to a value of $20.1 billion.”  Additionally, the US Job Vacancy rate in October 2019 was 7,267,000 people.  Over the 12 months ending in November, hires totaled 69.8 million and separations totaled 67.5 million, yielding a net employment gain of 2.3 million. These totals include workers who may have been hired and separated more than once during the year.

Having a vacant position often impacts a company in dollars, directly and indirectly, in ways more than just salary.  There is also the cost of advertising, background checks and drug screening, along with intangible cost of a vacant spot.  Especially in a smaller business, the time spent internally recruiting through job boards may take up a month and cost upwards of $10,000.  Most employees generate revenue for their company up to three times their yearly salary during 220 working days of a calendar year. 

When a company’s Human Resources Department partners with an efficient employment specialist at a permanent placement agency, there can be a high level of complimentary recruitment support.  A permanent employment agency provides recruitment expertise.  These recruitment firms keep up with the pace of employment hiring trends, recruiting practices, industry knowledge, and technology as it quickly evolves.

A permanent placement agency can handle all the sourcing, candidate pipelining, pre-screening and marketing/advertising for an HR Department.  The agency constantly navigates, sources, identifies, and interviews specialized talent pools of candidate.  It’s what they focus on, it’s what they do! 

There is also a deep advantage of partnering with a full service employment agency that handles both temp and permanent placements.  An agency that has employed, observed and enjoyed a positive on-the-job work history with qualified candidates can be an asset for a new full time position.  The employment agency clients deem these candidates as high performing, diligent, and, most importantly, reliable dependable. 

Sometimes these stellar temporary employees are just waiting and hoping for the opportunity to become a permanently placed employee somewhere; and for a client, it’s a vacancy filled!  There’s also less risk hiring a candidate who has survived the trial period, while being observed closely as a temporary employee.  A file full of client feedback exists, with a built-in review!

2020 is a new year and sometimes a new budget.  There are opportunities to stay competitive with talent acquisition by aligning with experts.  A permanent placement agency can quickly fill replacements and add new staff.  They can assist with productivity and absorb the burden of full time job vacancies.

In postwar America, temporary jobs in NJ were created to fill a genuine need for businesses that needed help when their employees were sick, on vacation, or otherwise not able to work for short periods.  They were stereo-typically ‘bad’ jobs with lower wages, no benefits or job security.  In the 1970’s, they were lower-skilled positions in the industrial industry or female workers with typing and accounting skills.  In the 1980’s, a positive about-face took place with temporary (“temp”) jobs being viewed as a legitimate career, providing family-sustaining employment and the benefit of worker flexibility.  By the year 2000, 90% of companies supplemented their full-time staff with 3 million temporary employees.  In the State of NJ, 124,400 Temp Agency workers are hired weekly across 1,250 companies, fulfilling a sizable sector of American employment.  According to the US Census Bureau, “More than 500,000 temporary and part-time jobs are available as the Census Bureau ramps up hiring to conduct the 2020 Census next year.  Pay ranges from $13 to $30 an hour, depending on where you live”.

Today Temporary Agency workers who work at Temp Agencies in NJ are performing highly skilled tasks and utilizing their broadened range of educational qualifications and history of accomplishments.  Temps bring useful and professional skills for many reasons.  They may have been downsized or laid off from a corporation after years of successful contributions, company outsourcing, globalization, or technological changes – gone is the era of a lifetime career or a lifelong job. 

Today’s modern temp or permatemp positions integrate the tech world in significant ways.  As an emerging career trend, a contractor, or temp, is not treated as a commodity, but as a professional, valued as much as a full time employee of the company.   While the unemployment rate is at the lowest since 1969, the US is reaching the tipping point of more open jobs than temps to fill them.  Temporary workers who work in NJ are reaping benefits of a multitude of open opportunities, often in companies of their own choice.  It’s not just about the job anymore, but more about how the company relates to the candidate.  Temp Agencies with a presence in NJ have shifted the mindset and treat a candidate more like a customer, heavily engaging and attracting this current smaller pool of candidates to their client’s companies.

Prior to placing a temp with a new client, the Temp Agency in NJ feels the importance of meeting with and touring the client’s facility, viewing firsthand live engagement of the team, especially in the department in which the temp will be working.  Staffing has evolved into a “try before you buy” status, which repeatedly proves successful for both the temp and the NJ Temp Agency.  It’s a cost-effective way to recruit and test abilities of a worker before transitioning them to full-time permanent.  The Temp Agency bears the burden of recruiting, payroll expenses, and workers compensation.  

A company asks the Temp Agency to look for a temp who will create an environment of assimilation.  The company nurtures and treats the temporary worker as a valuable, beneficial and profitable team member of the staff.  At the same time, a strong Temp Agency with a presence in NJ encourages the temp, “If you work at a high level, you’ll raise your chances of being hired permanent”, and is always thrilled to hear from the temp, “I did it, I’m going Perm”!  One more success story.